Making decisions is an inevitable and often a crucial aspect in making businesses work. Processes as seemingly simple as automating reports require numerous decisions along the way: Can the company afford it? Is human intervention still necessary? What process should be followed in troubleshooting errors?
For any business process to work, and to ensure that all decisions made are error-free, organizations usually follow a standard procedure. However, regardless of these standards, there are some which are inapplicable to unique circumstances that may be difficult to resolve, leaving managers and employees helpless.
This is especially true to payroll services. Although there are standard company rules that adhere to labor regulations, there may be issues that prevent HR managers from swiftly addressing them, such as overlapping payment scales and differing tax and compensation laws among workers across different locations — problems that are unique, and which do not typically occur on a day to day basis.
With this, it becomes necessary for them to not only adopt a standard, but also ensure that the same is translated into a flexible system in order to address all concerns, no matter how unique it may seem. To start, here’s how companies can set up their payroll services and adopt it into a flexible system:
- Formally define business rules through business rules management
Business rules management refers to the process of formally defining business rules, implementing and managing them, and eventually, automating their deployment. Defining these rules in payroll management will allow companies to start creating a coherent system of decision-making processes that are not only logical, but also applicable across various operations, allowing them to resolve problems timely before it escalates into something more adverse.
- Categorize the rules
Business rules, logical sets of guidelines that lead business decisions to the right outcomes, usually consists of two elements: a condition that defines the circumstance under which an action should be taken; and an action, which outlines what should happen as a response to a given condition.
For example, under the condition that the compensation of a particular employee working in a foreign location was delayed, a company may take action by tracking the process the fund has undergone to address whatever it is that may have caused the delay. Meanwhile, under the condition that a tax law in a particular country where a worker is deployed was violated, HR managers can take action by starting to consult with the legal team.
Categorizing business rules will allow HR managers to determine the right set of actions under a particular crisis. Specifically, in the field of payroll services, this will allow them to anticipate potential problems relating to funds, taxes, and monetary reports and devise a solution based on their complexities.
- Put them into design
Once companies and HR managers formally defined and categorized business rules relating to payroll, they can now put them into design and implement them.
For easier and inexpensive implementation, they may opt to engage the use of payroll software like that of BSH Soft, which provides a timely, accurate, and secure payroll report that is automated. Through this, HR managers would no longer need to check data and generate reports from time to time, nitpicking every detail to solve even the smallest crisis, as the software itself monitors and tracks data. Moreover, this will allow them to implement business rules related to payroll with ease, even if the same constantly changes, as the company’s payroll infrastructure, pay elements, and payroll groups can be set up in the system.
In the long run, this will allow companies to fully implement their business rules related to payroll and stay faithful to them.
